Human Resource Management

COMSATS Institute of Information Technology, Attock Campus

Spring, 2018

Semester Project

Organization: National Database and Registration Authority (NADRA)

Group Member’s Name: Registration Number:

1-Hashir Raiz SP-15-BEE-035/ATK
2-Faizan Ahmed SP-15-BEE-043/ATK
3-Muhammad Asad SP-15-BEE-044/ATK

Submitted to: Mam Asma Shabbir

Topic: 1) Recruitment process

2) Employee Testing and Selection

Date: 09/04/2018

CHAPTER 2: RECRUITMENT & SELECTION PROCESS IN NADRA

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2.1 RECRUITMENT AND SELECTION ..............................................................................................1 9
2.1.1 PURPOSE ................................................................................................................................................19
2.1.2 TERMS AND CONDITIONS OF EMPLOYMENT......................................................................................19
2.1.3 EQUAL OPPORTUNITY EMPLOYER.......................................................................................................20
2.1.4 EMPLOYEE CLASSIFICATION................................................................................................................20
2.1.5 QUOTAS CLASSIFICATION ...................................................................................................................20
2.2 SELECTION POLICY&PRINCIPLES.............................................................................................21
2.2.1 QUALITY STAFF............................................................................................................................. ........21
2.2.2 SELECTION ON MERIT ..........................................................................................................................21
2.3 RECRUITMENT AND SELECTION PROCESS WITH INITIAL APPOINTMENT
PROCEDURES .............................................................................................................. ...............................21
2.3.1 SOURCES OF CANDIDATES...................................................................................................................22
2.3.1.1 Internal Sources .......................................................................................................................22
2.3.1.2 External Sources:.....................................................................................................................22
2.3.2 APPOINTING AUTHORITY ....................................................................................................................22
2.3.3 IDENTIFY VACANCY/RAISE REQUISITION: .........................................................................................22
2.3.4 THE APPLICATION PROCESS:...............................................................................................................23

1 Recruitment process:-
1.1 Introduction:
When the required number and kind of manpower is determined by the firm, the
role of management is to find places where they require that manpower and how
many out of them are available. The management also finds the different ways of
attracting the probable human resource towards the organization before the process
of selecting them for the job. This entire process is known as recruitment

1.2 Objectives of the study:

1. To critically analyze the recruitment process adopted at HR NADRA.
2. To find the criteria on which recruitment is based in the organization.
3. To find out the new technologies adopted by the Organization in the recruitment process.
4. To learn how to handle different job portals
5. Lining up interviews for job openings.
6. Observing interviews conducted by the HR Manager.

1.3 Recruitment Philosophy of NADRA:

The management of the firm believes that recruitment is not just getting the vacancies filled by
providing the suitable candidate for the job. The real struggle of the recruiter begins after that
where he has to handle issues like false commitments, increasing IT opportunities and
interpersonal grievances between the superiors and peers.
1.4 Methodology to be adopted:
1.4.1 Research design:
The type of research is descriptive because the prevailing recruitment process carried out in the
firm is studied in depth. It is a study designed to depict the employees and the process in an
accurate way. It is analytical as the different parameters are analyzed and there is evaluation of
facts and information relative to the research being conducted. It is qualitative
because the parameters could not be put in terms of numbers.
1.4.2 Collection of data:
The data required for the study was collected through primary and secondary sources as follows:
Primary data:
Structured and detailed questionnaires were presented to the managerial staff at HR NADRA,
PAKISTAN. Some questionnaires were also presented to the employees working there to collect
their views and opinions about their recruitment process. Further discussions were done
regarding the recruitment process and policies of the firm to have an in-depth knowledge of the
same.
Secondary data:
The secondary data was gathered by visiting through the company website and previous records
of the firm.
1.4.3 Data Analysis:
The data gathered through different sources is analyzed using analytical tools of SPSS software.
MS EXCEL is also used to analyze a part of the data. After analyzing, the data is presented in
tabular and graphical format and then interpreted.
1.4.4 Factor Analysis:
Task analysis: Draw up a detailed list of tasks that the person will have to do. This helps in
determining the qualities and qualifications genuinely required for the job.
Job description: produce an outline of the broad responsibilities (rather than detailed tasks)
involved in the job.
Person specification: decide what skills, experience, qualifications and attributes someone will
need to do the job as defined in the task analysis and job description.

1.5 Attracting applications:

Advertising: phrase your announcement in a way that makes clear what the job involves and the
type of person needed. Avoid any stipulations, which could be seen as discriminatory e.g.
applying an age restriction, which is not necessary. You can display a notice internally and/or at
your gate, in the local newspaper or with a message on the local radio station.
Application Form: a well-designed form can elicit information about the person's ability and
willingness to do the job. Do not ask for irrelevant information. Make it clear on the form that
applicants should consider the points in the job description and person description when
applying. Allow enough space on the form for applicants' answers, and indicate whether
continuation sheets can be used. State clearly on the form the closing date for applications. For
senior positions a supporting letter or CV may also be required; if this is the case indicate the
kind of information sought.
Background information: provide applicants with clear, up-to-date and accurate information
about the organization, its work, its priorities and the job. Clearly indicate the closing date for
applications and the short listing and interview dates.

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2.3.5 ONLINE TEST............................................................................................................................. ............23
2.3.6 INTERVIEWS ..........................................................................................................................................23
2.3.7 FINAL SELECTION ............................................................................................................................. ....24
2.3.8 RECRUITMENT & SELECTION PROCESS FLOW CHART ......................................................................24
2.4 INTERNAL RECRUITMENT AND SELECTION........................................................................25
2.4.1 RECRUITMENT OF STAFF WITHIN NADRA........................................................................................25
2.4.2 RECRUITMENT THROUGH INTERNSHIP...............................................................................................25
2.4.2.1 Student Internee .......................................................................................................................25
2.4.2.2 Junior Internees .......................................................................................................................25
2.4.2.3 Senior Internees .......................................................................................................................26
3. Selection
Select your candidate. Be objective and unbiased. Choose the person who best fits your person
specification.
Short listing: assess applications on the basis of the person specification (standard forms can be
very helpful at this stage). Guard against bias and discrimination - ensure that you select for
interview those who match the specifications, regardless of age, sex, race etc, and that the
specifications are not themselves discriminatory.
Interviews: Interview your short-listed candidates. Remember that your job is not only to assess
the best candidate for the job, but also to create a great impression of your organization. The
amount and quality of the information that you establish will be largely due to the effectiveness
of your questions. Use open questions (e.g. tell me about...how you...why did you...talk me
through... are do) and probe from the general to the specific. Avoid any questions, which could
be considered discriminatory eg: asking only female candidates who looks after their young
children. If you think such a question is relevant - ask it of all candidates who have children.
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4. Candidate assessments: The interview will provide you with some information but check it out
before offering a job. Ways in which you could do this include:
Ask the candidate to show you examples of previous work, do a presentation, a case study,
some tests or full assessment. Tests can be done before the interview or after the interview. It
depends on the number of candidates being interviewed and the type of job.
Taking up references: You must have the specific permission of the applicant to do so,
particularly if you wish to contact their current employer. If you need them quickly, try phoning.
5. Making a Job Offer
If you think you have found the right candidate, it‟s time to make the job-offer. For your
successful candidate:
Prepare and send the appropriate documentation
Make up the employee's personnel file; and
Arrange the induction plan.
6. Induction
Help your new recruit to settle in quickly and become productive as soon as possible.
.